ITVT has been concentrating since 2001, with more than 180 employees, on the implementation of innovative branch solutions for the industrial and energy sectors. With professional advice, reliable project implementation and the subsequent 24/7 support according to ITIL standards, we create sustainable customer satisfaction. As a DIN ISO 9001 , DIN ISO 14001 and DIN ISO 27001 certified company and Microsoft Alpha Partner from the very beginning, we know what is important. In particular, the data security of our customers is very important to us. For this reason, ITVT operates several high-security data centers in Germany for its customers. The Federal Data Protection Act therefore applies.

ITVT Philippines Inc.

To act as the executive arm of Global HR, ensuring that shared services delivery and people-related programs are globally aligned, locally compliant, and business-relevant, with a strong focus on scalability, efficiency, and governance.

Job Description:

1. Global HR Strategy Execution

<ul>
	<li>Implement and manage global HR programs (performance management, talent reviews, compensation and benefits).</li>
	<li>Cascade HR operating model standards into local processes and ensure service delivery is consistent.</li>
	<li>Provide structured feedback to Global HR on local execution challenges and opportunities.</li>
</ul>

2. Shared Services Operations

<ul>
	<li>Establish and develop the Global HR Shared Services for ITVT Group.</li>
	<li>Oversee the delivery of the HR shared services (payroll, HRIS, benefits admin, employee data, reporting, - always compliant with GDPR)</li>
	<li>Drive process automation and digital adoption in line with global HR technology strategy. – including AI tools.</li>
	<li>Monitor service quality and efficiency through KPIs.</li>
</ul>

3. Talent &amp; Leadership Development

<ul>
	<li>Support rollout of global leadership development and succession planning frameworks.</li>
	<li>Ensure shared services teams are skilled and trained to deliver consistent, high-quality support.</li>
</ul>

4. Culture &amp; Engagement (ITVT Group)

<ul>
	<li>Embed global culture and values through shared service touchpoints.</li>
	<li>Execute global engagement and recognition programs.</li>
</ul>

5. Compliance &amp; Governance

<ul>
	<li>Ensure shared service processes comply with global governance policies and local legal requirements.</li>
	<li>Safeguard HR data integrity and privacy in compliance with GDPR and local regulations.</li>
	<li>Manage risk by proactively addressing service issues or employee escalations.</li>
</ul>

6. Collaboration &amp; Reporting

<ul>
	<li>Work with Global HR Partners for delivery of programs.</li>
	<li>Provide analytics, dashboards, and insights to Global HR leadership.</li>
	<li>Align with local country leaders for business needs while maintaining global-first service delivery.</li>
</ul>

Shared Service HRBP Team Lead (PH)

MedGrocer's digitally-enabled "medicine-as-a-service" platforms are used by hundreds of employers and pharma companies. Our end-to-end medicine/vaccine programs, telehealth services, and onsite medical staff serve a million Filipinos every year. MedGrocer is one of the more established Filipino Health Tech startups.

MedGrocer

MedGrocer's digitally-enabled medicine programs, telehealth services, and corporate clinic medical staff work with hundreds of employers and pharma companies to improve the physical and mental health of over one million Filipinos every year.

The HR Director acts as the chief architect of MedGrocer’s organizational design. You move beyond personnel management to build the structural and cultural foundation required for national scaling, ensuring the company possesses the leadership bench necessary to serve millions of patients.

Why Join MedGrocer?

You will have the autonomy to architect the company’s organizational structure and leadership development programs, driving high-level professional evolution. You will advance our purpose by building the organizational capability required to enhance the health and lives of patients through our innovative platforms.

Key Responsibilities

<ul>
	<li>Architect the long-term organizational structure and workforce planning strategy to support rapid scaling across multiple business units.</li>
	<li>Design and govern enterprise-wide total rewards, compensation frameworks, and equity programs to maintain competitive market positioning.</li>
	<li>Lead executive-level succession planning and leadership development initiatives to build a sustainable internal talent pipeline.</li>
	<li>Champion the evolution of the corporate culture and employer brand to attract and retain top-tier talent in the health-tech industry.</li>
	<li>Serve as the chief advisor to the executive board on organizational health, labor strategy, and change management.</li>
</ul>

 

Perks and Benefits

<ul>
	<li>Health Coverage: HMO benefits to ensure your health and peace of mind.</li>
	<li>Medicine Subsidies: Quarterly medicine vouchers for use on our website.</li>
	<li>Paid Time Off: Paid leaves to rest, recharge, and attend to personal priorities.</li>
	<li>Performance Incentives: Recognition through promotion opportunities and performance-based bonuses.</li>
	<li>Growth and Impact: A clear path for professional development and the opportunity to make a tangible impact on patient health.</li>
</ul>

 

Application Process

Our application process typically takes one to three weeks, depending on your availability and progress:

Step 1: Submit your application form and complete the online assessment within seven days. Afterwards, results are shared in one to three business days.

Step 2: Qualified candidates attend a full-day onsite evaluation. Please arrive at the venue between 8:00 AM and 9:00 AM. The detailed schedule is as follows:

Initial Assessment

<ul>
	<li>8:00 AM - 10:00 AM: Onsite Assessment in 30-minute Batches</li>
	<li>10:30 AM – 12:00 PM: HR Panel Interview</li>
</ul>

 

Supplementary Assessment (as needed)

<ul>
	<li>12:00 PM – 1:00 PM: Lunch Break</li>
	<li>1:00 PM – 4:00 PM: One-on-One Interviews</li>
	<li>4:00 PM – 5:30 PM: CEO Forum</li>
</ul>

 

Progression depends on performance at each stage. HR will notify you if your evaluation concludes early.

Step 3: Final review and background checks occur within three business days. Additional interviews may be requested.

Step 4: Receive final results within five to seven business days.

HR Director | Makati

NCS Philippines, in partnership with Globe and part of the NCS Group, a leading Asia-Pacific technology services firm and subsidiary of the Singtel Group, is a workplace where people and innovation come together to create meaningful impact. 

Employees at NCS Philippines work on a wide range of projects across digital, data, cloud, platforms, and cybersecurity, supporting enterprises and government agencies in solving real-world challenges. With access to NCS’ regional network of over 15,000 professionals across 55 specialisations, teams gain valuable exposure to global best practices while contributing to local impact. 

The company fosters a culture rooted in collaboration, continuous learning, and growth. Employees are empowered to expand their capabilities, explore emerging technologies, and build solutions that go beyond technical delivery – creating tangible value for clients and communities. 
Through strong partnerships, a diverse talent base, and opportunities for regional collaboration, NCS Philippines enables their people to grow their careers while being part of something bigger: advancing communities through technology and shaping the future of digital innovation.



NCS Philippines Inc. 

<ul>
	<li>Consults with line management, providing HR guidance when appropriate.</li>
</ul>

● Strategically supports Business Unit management in developing solutions to deliver key initiatives and achieve business results. 
● Conducts appropriate data gathering method/s to assess the pulse of the employees of the assigned account such as, but not limited to: Exit Interviews, Focus Group Discussions, Career Discussions, Engagement Surveys. 
● Analyzes business unit structure / restructures, workforce planning and succession planning, team engagement level and recommends solutions based on internal data and industry trends and best practices. 
● Works with business units to assess, create and implement innovative solutions for a variety of employee engagement initiatives within client group/s. 
● Analyzes trends and metrics in partnership with HR Group to develop solutions, programs and policies 
● Analyzes and reports to Business Units’ line leaders the attrition data. Recommends solutions and talent retention programs. 
● Manages and resolves complex employee relations issues; conduct effective, thorough and objective investigations 
● Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance; Consult Corporate Lawyer as needed or required 
● Provides performance management guidance to line management (coaching, counseling, career development, disciplinary actions) 
● Works closely with management and employees to improve work relationships, build morale and increase productivity and retention 
● Provides HR policy guidance and interpretation to employees and stakeholders 
● Evaluates individual learning and development needs based on people development programs (ICAP, IPEP)

HRBP with IT Company Background

Mary Grace Foods Inc., founded in 2002 by Mary Grace Dimacali, began with a passion for baking and service. Her award-winning baked goods, including ensaymadas and cheeserolls, were first sold in premium mall kiosks. In 2006, Café Mary Grace was born, offering comfort food in a warm, home-like setting. Today, with over 70 kiosks and 60 cafés, Mary Grace provides stable jobs and continues expanding across the Philippines. In the next years, Mary Grace aims to open more branches all over the Philippines and in Asia. We wish to raise the flag of "proudly Filipino made" on the international stage.

Mary Grace Foods, Inc.

The Employee Relations Office supports the Employee Relations Manager in implementing disciplinary processes, resolving workplace conflicts, and strengthening a culture of accountability, recognition, and engagement. This role partners closely with department heads and supervisors to uphold company values and maintain a respectful, inclusive work environment.

Disciplinary Action Management

<ul>
	<li>Ensure timely processing of disciplinary cases, including Hear You Out (HYO) reports and audit findings</li>
	<li>Conduct formal investigations and interviews in coordination with concerned departments</li>
	<li>Prepare and issue disciplinary decision documents with complete supporting evidence</li>
	<li>Ensure consistent application of company policies and due process across all departments</li>
	<li>Maintain accurate, organized, and confidential records of disciplinary cases and resolutions</li>
</ul>

Conflict Resolution &amp; Mediation

<ul>
	<li>Act as the primary mediator for employee or interdepartmental conflicts</li>
	<li>Design and implement intervention strategies for unresolved or recurring issues</li>
	<li>Recommend and support proactive measures to prevent conflict escalation</li>
</ul>

Coaching &amp; Counseling Support

<ul>
	<li>Guide supervisors and department heads in conducting coaching and counseling sessions</li>
	<li>Facilitate training or workshops on effective coaching and constructive feedback</li>
	<li>Review LTA and related forms to ensure meaningful reflection and development plans</li>
</ul>

Culture, Ethics &amp; Engagement

<ul>
	<li>Collaborate with Cultural and Spiritual Affairs teams to support employee engagement activities</li>
	<li>Promote participation in values-based, well-being, and culture-building programs</li>
	<li>Uphold the company’s vision, mission, values, and customer service standards</li>
	<li>Handle sensitive employee relations matters with discretion and professionalism</li>
</ul>

Flexibility &amp; Collaboration

<ul>
	<li>Perform other related duties as assigned by management</li>
	<li>Adapt to changing priorities and maintain effectiveness in a fast-paced environment</li>
	<li>Communicate with integrity, empathy, and respect to build trust and positive working relationships</li>
</ul>

Employee Relations Officer

The HR Coordinator – Organizational Development supports the design, implementation, and monitoring of initiatives that strengthen organizational structure, leadership capability, performance systems, and employee engagement across MGFI. This role ensures that structures, processes, and people programs are aligned with company strategy and core values, while providing operational and analytical support for change and transformation initiatives.

Organizational Structure &amp; Process Improvement

<ul>
	<li>Assist in reviewing and documenting organizational structures, workflows, and reporting lines.</li>
	<li>Support restructuring, job redesign, and realignment initiatives.</li>
	<li>Gather and organize data to identify productivity gaps, redundancies, and process improvement opportunities.</li>
	<li>Provide logistical and administrative support for change and transformation projects.</li>
</ul>

Leadership Development &amp; Succession Planning

<ul>
	<li>Coordinate logistics and documentation of leadership development and succession planning programs.</li>
	<li>Assist in developing and rolling out learning pathways and competency-based training programs.</li>
	<li>Monitor and update employee development plans and track growth milestones.</li>
</ul>

Performance Management

<ul>
	<li>Support the administration and tracking of the company’s Performance Management System (PMS).</li>
	<li>Coordinate with departments to align goals, KPIs, and performance targets with corporate objectives.</li>
	<li>Prepare and consolidate reports and analyses on performance data and trends.</li>
</ul>

Culture &amp; Engagement

<ul>
	<li>Assist in assessing and reinforcing organizational culture aligned with MGFI’s core values.</li>
	<li>Coordinate employee engagement initiatives such as surveys, focus group discussions, and feedback sessions.</li>
	<li>Help implement recognition, morale-building, and inclusion programs.</li>
	<li>Collect and maintain data on key organizational health metrics (e.g., engagement, attrition, promotion rates).</li>
</ul>

Policy, Communication &amp; Research

<ul>
	<li>Prepare communication materials, FAQs, and presentation decks for OD-related programs.</li>
	<li>Distribute change management tools and learning materials to managers and teams.</li>
	<li>Conduct research on OD best practices and summarize benchmarking insights.</li>
	<li>Draft, format, and update OD-related policies, guidelines, and reference materials.</li>
	<li>Collaborate with HR Coordinators and department representatives to ensure alignment of programs and policies.</li>
</ul>

Other Duties

<ul>
	<li>Perform other related tasks that contribute to the effective implementation of organizational development initiatives.</li>
</ul>

Performance Management and Coaching

Policy Creation and Implementation

Analyzing Data

Organizational Development Coordinator

Intrepid Asia is a leading Ecommerce and Digital Solutions Provider in South East Asia. We offer end-to-end omni-channel ecommerce management, a wide range of Digital Marketing Services and advanced Market Intelligence, all powered by state of the art inhouse Technology to our client base of leading international brands across all key marketplaces and social platforms in all 6 SEA countries. Brands love our regional presence, our excellent pro-active ecommerce service which is enabled by our strong team, and our advanced marketing and tech capabilities. 

OUR VISION
To be the leading end-to-end omni-channel digital commerce solutions provider for brands across South-East Asia.

OUR MISSION
To help clients achieve exceptional growth and efficiency by combining leading insights, capabilities and technology with end-to-end suite of services across SEA.

Fun Fact:
The ‘infinity’ logo of Intrepid is the embodiment of our belief: the infinity itself stands for the endless opportunities of ecommerce in Southeast Asia; as a handshake motif, it signifies partnership; in its rich colors embed our omni-channel capabilities across all ecommerce platforms.

Intrepid Philippines Inc.

As a Learning &amp; Development Associate, you will take charge of

<ul>
	<li>Assist in developing digital and instructor-led training modules.</li>
	<li>Collaborate with Subject Matter Experts (SMEs) to translate technical knowledge into engaging learning experiences.</li>
	<li>Collaborate in producing courses weekly using SCORM authoring tools for external clients.</li>
	<li>Act as a Project Team B member, supporting the production and revision of course outputs for clients.</li>
	<li>Manage content uploads, updates, and organization in the LMS.</li>
	<li>Assist the L&amp;D Specialist in the rollout of courses and in mapping onboarding journeys.</li>
	<li>Track training activities, collect feedback, and prepare basic reports.</li>
	<li>Provide logistical support for training rollouts.</li>
</ul>

Learning & Development Associate

DMC-Urban Property Developers, Inc. (DMC-UPDI) is a real estate development company established by the Consunji Family in the year 1977 to contribute and cater to the housing needs and wants of the Filipino people.

In 2004, DMC-UPDI started building communities in Bataan and Naga Provinces with an urban concept of exclusive residential living coupled with recreational amenities and facilities readily available in the subdivision.

DMC Urban Property Developers Inc.,

<ul>
	<li>Handles the recruitment cycle and key employee lifecycle processes to ensure timely hiring, compliant onboarding, effective exits, and accurate workforce data</li>
	<li>Ensures timely, accurate, and meaningful HR and recruitment reports for operational and transformation requirements</li>
	<li>Ensures systematic monitoring of probationary employees and timely regularization processing in accordance with company policy</li>
	<li>Supports and sustains digital transformation initiatives to improve recruitment efficiency and data visibility</li>
	<li>Manages effective partnerships with recruitment agencies and headhunters to support timely and quality hiring</li>
	<li>Provides hr support while contributing to employee engagement activities and HR initiatives</li>
</ul>

HR Assistant  under Recruitment

MAKE YOUR BEST CAREER MOVE YET!

Join one of the fastest growing tech companies in the Philippines. Get to enjoy a fun-filled work culture that empowers you to do your best work!


ABOUT US

Sprout Solutions is a software-as-a-service (SaaS) company that aims to deliver the best automated HR and payroll solutions for the Philippines. We want to help all types of businesses grow with our suite of cloud-based HR and payroll software to streamline and simplify processes.

Here at Sprout, we want people who are driven to make things better than they were before. We desire individuals who are brave and courageous to bring positive change, no matter how small or big it is. We are committed to revolutionize the Philippine economy by building world-class software with the power of local talent.


SPROUT CULTURE

Sprout’s mission is to transform the way HR works in emerging markets. As a company, we want to help the Philippines move forward through technology, doing what we do best. Despite that, we’re proud to say that Sprout has one of the most fun work cultures in the country!

We love getting things done, while also having some fun in between. Be part of an agile startup that is young, energetic, and committed to helping the Philippines move forward.


FUN THINGS WE DO

Weekly fun things:
Being fit and healthy is a top priority at Sprout! Healthy lunch Mondays, Muay Thai Tuesdays and Thursdays, Wellness Wednesdays – these are the things we do every week! We also have sports programs like basketball and badminton, as well as weekly free massage and Zumba sessions for all employees. We’re also proud to have a CEO who’s also a professional Muay Thai fighter – how cool is that?

Sproutings (Sprout Outings):
Here at Sprout we prioritize our employees’ well-being – that’s why we go on trips outside the city twice a year to unwind, relax, and bond together. All of us work hard for most of the year, which is why we love to explore the outdoors and chill out whenever we can!

Monthly gatherings:
To celebrate our company milestones and career achievements, we gather around every month over food and drinks. There’s a different theme every month which brings out talent and creativity in everyone!

--

JOIN US TODAY!

We’re excited to know you and see how you fit with Sprout!

Send in your application and we’ll get back to you soon. :)

Sprout Solutions

Job Scope

<ul>
	<li>Plan and run employee engagement activities, events, and workplace programs</li>
	<li>Act as the main contact for employee concerns and internal communication</li>
	<li>Support day-to-day office administration, records, and coordination tasks</li>
	<li>Monitor workplace safety, report incidents, and ensure compliance standards</li>
	<li>Work with teams to improve employee experience and sense of community</li>
</ul>

Workplace Community & Employee Experience Officer

Ateneo de Manila University (Ateneo) is one of the leading universities in the Philippines. More than 150 years in existence, Ateneo has grown into a major Jesuit institution. Officially it became a university in 1959. It offers over 100 academic degree programmes.

Ateneo offers Basic Education (Grade School, Junior High School, and Senior High School). In addition, Higher Education (College, Graduate, Continuing Education) is made up of nine schools (Education and Learning Design, Government, Graduate School of Business, Humanities, Management, Science and Engineering, and Social Sciences) located in 3 campuses in Quezon City, Makati City and Pasig City.

It has an array of research centres, 11 of which are recognized as Centres of Excellence by the Philippine Commission on Higher Education. In addition to a European Studies Programme, it has a Centre for Asian Studies that fosters comparative research on East and Southeast Asia.

Ateneo has 207 partnerships with universities around the world (82 in Europe, 87 in Asia, 11 in Australia and New Zealand, and 27 in North and South America) and is a member of the ASEAN Universities Network and 3 other international university networks. Ateneo’s Rizal Library is the most advanced in the Philippines with over 307,000 titles in its collection and online access to most major academic journals.

Ateneo de Manila University

Under the supervision of the Workforce Management and Analytics Supervisor, the Workforce Management Analyst III will assist in monitoring, reviewing, and analyzing the University’s workforce complement vis-à-vis employee capabilities, organization capacities, market/industry trends, and recommends appropriate actions

I. Workforce Monitoring and Analytics

<ul>
	<li>Captures the different data that looks into organization and employee profiles, (which include plantilla, workforce complement, job specifications/profiles, and job levels/ranks, structure - reporting lines, etc.) in coordination with the other HR sections, and recommends strategies on how to improve the seamless capture of data and the integration of the databases.</li>
	<li>Monitors potential and actual employee transitions and movements to determine the state of University workforce in coordination with the offices and sections in the HR Cluster.</li>
	<li>Researches, analyzes, prepares trends, and presents University- and unit-level workforce data, in coordination with the other HR sections.</li>
	<li>Works with all unit heads in determining their workforce plans and requirements vis-à-vis the unit’s mandates, in coordination with the other UPT&amp;OD sections.</li>
	<li>Prepares the necessary materials, information, and logistics for the workforce management conversations with all the units heads in the University.</li>
	<li>II. HR Partnering Functions</li>
	<li>Actively researches practices related to UPT&amp;OD functions - frameworks, assessment strategies, intervention and evaluation.</li>
	<li>Keeps abreast of industry trends and practices that might affect the University, and provides feedback to the administrators on how to anticipate and manage its possible impact.</li>
	<li>Partners with clients by understanding and addressing their needs, providing proactive solutions that meet present and long-term needs, and monitors progress of project plans and deliverables.</li>
	<li>Serves as a partner to an assigned cluster/school’s leadership teams on initiatives that require HR/OD expertise and services. Meeting with the cluster’s leadership team regularly to help identify successes and areas for improvement, achievement of set organization and HR goals.</li>
</ul>

III. Group Management Support

<ul>
	<li>Keeps abreast of organization advancements, taking special interest in organization design, workforce analytics, job design, and change management.</li>
	<li>Assists in creating/updating policies related to workforce analysis.</li>
	<li>Assists in managing and maintaining relationships with Workforce Management Analysts and builds network with various vendors for possible partnership to develop, customize, and improve project delivery and outcomes.</li>
	<li>Assists in monitoring, coordinating, implementing, and evaluating projects, deliverables, timelines, agreements, including possible sustainability measures.</li>
	<li>Assists in communicating the programs of the Group to unit heads and employees.</li>
	<li>Manages and keeps the project team abreast of developments, when necessary.</li>
	<li>Oversees the coordination, logistical, and resource requirements of the Group’s projects and activities.</li>
	<li>Documents all meetings, proceedings, and events of the Group’s projects and activities.</li>
	<li>Assists in budgeting for operational requirements.</li>
	<li>Assists the UPT&amp;OD during peak seasons, and the University for events and committee works.</li>
</ul>

IV. Performs all other duties as may be reasonably required of the position, in

accordance with the instructions of the Immediate Supervisor, and its duly

authorized representative.

Workforce Management Analyst III

Summary of Work Activities and Responsibilities:

The HR/OD Client Partner Officer III assists the organization operate at its optimum by ensuring that client concerns are properly attended to, queueing process is managed, trends are analyzed, and recommendations to improve current ways of proceeding are coordinated with the different HR offices and pertinent stakeholders. The position shall serve as a liaison between the HR and the assigned client unit.

Main Duties and Responsibilities:

I. Client Partnership Engagement

<ul>
	<li>Keeps abreast with trends and changes happening in and outside the University and determines how it affects the HR Cluster, and contributes to the overall employee engagement and experience.</li>
	<li>Works towards improving HR/OD systems in support of the academic and the administrative clusters’ realities and plans, and how it translates to the experience of the employees and leaders working in the University.</li>
	<li>Partners with leaders and employees, coaching and supporting them on issues related to team dynamics, working conditions, change management, and performance effectiveness.</li>
	<li>Serves as a conduit between the unit’s leadership team, the employees and the University management in relation to HR/OD matters.</li>
	<li>Liaises with clients for their HR/OD-related concerns and requirements and recommends new systems and technologies for possible improvements in the efficiency and accuracy of work processes.</li>
	<li>Monitors the cluster and the school calendars, including administrative appointments, and ensures that HR Cluster programs and services align with the client’s schedule and workloads.</li>
	<li>Monitors HR/OD policies and programs that affect employment conditions and employee well-being, and recommends updates and/or development of new initiatives.</li>
	<li>Reviews programs to check on our working conditions as it affects how employees connect with the University, the work they perform, and the interactions they have with their colleagues.</li>
	<li>Initiates conversations and collaborates with affected offices and administrators on how to address brewing or presenting employee concerns.</li>
	<li>Collaborates with the different HR offices to bring relevant and up to date information.</li>
	<li>Attends the concerns of the units and proposes preventive mechanisms and/or risk mitigations.</li>
	<li>Coaches and supports leaders and colleagues with issues related to work challenges, change management efforts, and managing performance effectiveness with the goal of improving work relationships, building morale, and increasing productivity and boosting employee retention.</li>
	<li>Assists in handling and managing arising concerns and conflict situations within the Office and with clients.</li>
</ul>

II. Section Support

<ul>
	<li>Monitors metrics and quality measures with the assigned cluster/school leadership team to determine the academic cluster’s HR/OD initiatives’ progress by regularly checking, monitoring, and evaluating the progress and achievement of agreed deliverables and timelines.</li>
	<li>Assists in conducting studies and audits policies, systems, processes, and programs with employee engagement and experience in mind.
	<ul>
		<li>Monitors the implementation of programmatic and systemic review of systems, programs, and processes.</li>
		<li>Assists in the assessment, evaluation and analysis of Office systems, design, programs, procedures vis-à-vis benchmarked trends, practices, and standards to ensure continuous improvement, maintenance of and adjustment in service delivery.</li>
		<li>Recommends HR/OD policies and strategies necessary to improve Office systems in support of the academic and the administrative clusters, and the University.</li>
	</ul>
	</li>
</ul>

III. Performs other office-related tasks as may be assigned by immediate supervisor or authorized representative.

HR Business Partner

Gingersnaps | Where Creativity, Craftsmanship, & Passion Come Together

At Gingersnaps, we believe in the magic of everyday dress-up—where fashion becomes a form of play, self-expression, and discovery. Inspired by childhood wonder, we create timeless yet contemporary children’s wear that blends nostalgia with modern style. From everyday essentials to elegant occasion wear, our designs encourage confidence, creativity, and joy in every child’s journey.

As we grow globally, expanding across Asia, Europe, and the US, we remain deeply committed to quality, sustainability, and craftsmanship. We take pride in designing high-quality, thoughtfully crafted pieces that stand the test of time.

Gingersnaps is more than a brand—it’s a community of passionate designers, innovators, and storytellers shaping the future of children’s wear. If you’re looking for a workplace that values creativity, collaboration, and purpose, we’d love to have you on board.

Join us as we bring beautiful, high-quality fashion to the next generation!



GINGERSNAPS Philippines

Gingersnaps is seeking a motivated and detail-oriented OJT to support the Human Resources team in recruitment operations, documentation improvement, and creative HR initiatives. This internship provides hands-on experience in both administrative and strategic aspects of HR, particularly in talent acquisition and employer branding.

Key Responsibilities:

<ul>
	<li>Assist in reviewing and improving recruitment forms, templates, and HR documents</li>
	<li>Retype, organize, and format sections of the Employee Handbook</li>
	<li>Conduct initial phone screening interviews for applicants</li>
	<li>Provide administrative support for recruitment (scheduling, tracking, coordination)</li>
	<li>Help maintain and update applicant databases</li>
	<li>Support the development of recruitment materials and employer branding content</li>
	<li>Create basic visual materials using tools such as Adobe Photoshop or similar platforms</li>
	<li>Ensure accuracy, organization, and completeness of all assigned outputs</li>
</ul>

Learning Outcomes

<ul>
	<li>Exposure to end-to-end recruitment processes</li>
	<li>Experience in HR documentation and process improvement</li>
	<li>Development of communication, interviewing, and organizational skills</li>
	<li>Hands-on involvement in HR creative and branding initiatives</li>
</ul>

On the job Training (OJT) Student for Human Resources Department

CMG Retail is a house of brands empowering women to build confidence and creatively express themselves everyday.

Our portfolio spans boutiques (CLN, CMG, So Fab), department stores (Matthews, Figlia, Figliarina, Sorores, Marie Nicole, Shubizz), men's (Traffic, Uomo) and international (Staccato, Vizzano).

With over 40 years of experience in the fashion industry and more than 300 retail locations nationwide, we are a trusted partner of women from all walks of life.

We look forward to meeting you!

CMG Retail Group

Duties and Responsibilities:

<ul>
	<li>Performs efficient sourcing, scheduling, screening, of all applicants.</li>
	<li>Conducts initial interview and test administration</li>
	<li>Timely deployment of personnel request</li>
	<li>Prepares appointment paper, employee clearance, and certificate of employment</li>
	<li>Prepares the 201 files of employees</li>
	<li>Maintains files of applicants’ pool with completed requirements.</li>
</ul>

HR Assistant

HÖEGH EVI SERVICES AS is a multinational company organized and existing under the laws of Norway, was duly licensed by this Commission in accordance with the Omnibus Investments Code of 1987, as amended by RA 8756 and its implementing rules and regulations and with a favorable recommendation from the Board of Investments dated August 29, 2018, to establish its Regional Operating Headquarters in the Philippines doing business as Höegh Evi Services ROHQ to: engage in general administration and planning; business planning and coordination; sourcing/procurement of raw materials and components; corporate finance advisory services; marketing control and sales promotion; training and personnel management; logistics services; research and development services and product development; technical support and maintenance; data processing and communication; and business development.

Höegh Evi Services ROHQ

The HR Reports &amp; Analytics Specialist is responsible for delivering high-quality workforce insights, maintaining robust HR data foundations, and enabling evidence-based decision-making across the organization. The role ensures the integrity, usability, and strategic value of HR data through advanced reporting, analytics, and continuous process improvement.

Main Tasks

HR Data Governance &amp; Integrity

<ul>
	<li>Maintain accuracy, consistency, and completeness of employee data across HR systems in alignment with internal standards and data privacy regulations.</li>
	<li>Conduct regular audits, resolve data discrepancies, and implement corrective actions to improve data quality.</li>
	<li>Support HRIS enhancements and upgrades through data validation and ensuring continuity of reporting outputs.</li>
</ul>

Reporting, Dashboards &amp; Workforce Insights

<ul>
	<li>Produce timely and accurate HR reports (monthly, quarterly, annual, and ad hoc) covering headcount, recruitment KPIs, attrition, and workforce trends.</li>
	<li>Develop and maintain dashboards using Excel, Power BI, or HRIS tools to support workforce planning and HR operations.</li>
	<li>Translate complex data into actionable insights, visualizations, and clear summaries for stakeholders.</li>
	<li>Establish and refine reporting methodologies, KPIs, and analytics frameworks.</li>
</ul>

HR COE Function

<ul>
	<li>Serve as backup for Total Rewards, including performance management and variable payout processes.</li>
	<li>Support recruitment activities and assist in other HR functions as needed.</li>
</ul>

Talent, Recruitment &amp; Workforce Analytics

<ul>
	<li>Monitor and analyze recruitment metrics to improve time-to-hire, candidate quality, and process efficiency.</li>
	<li>Support workforce planning, organizational development, and talent management through data-driven insights and scenario modeling.</li>
	<li>Provide analytical inputs for compensation benchmarking, succession planning, performance trends, and employee experience metrics.</li>
</ul>

HR Technology, Process Optimization &amp; Automation

<ul>
	<li>Enhance HR processes and reporting frameworks using automation and AI tools.</li>
	<li>Identify opportunities to transition from legacy systems (e.g., Anchor) to more advanced solutions.</li>
	<li>Assess and implement AI use cases across HR functions, ensuring ethical adoption, data privacy compliance, and measurable ROI.</li>
	<li>Collaborate with HR, IT, and cross-functional teams to improve systems, data flow, and user experience.</li>
	<li>Drive continuous improvement by automating manual processes and implementing best-practice analytics standards.</li>
	<li>Promote AI awareness through training, knowledge sharing, and benchmarking against leading organizations.</li>
</ul>

Technical Support &amp; Subject Matter Expertise

<ul>
	<li>Act as Super User for HR systems (e.g., Anchor).</li>
	<li>Provide expertise on reporting structures, data models, and system functionality.</li>
	<li>Troubleshoot reporting issues and escalate system-related concerns when needed.</li>
	<li>Guide HR teams on data interpretation, metrics, and analytics approaches.</li>
</ul>

Strategic Contribution &amp; Project Support

<ul>
	<li>Provide analytics support for HR strategy, organizational development, and change initiatives.</li>
	<li>Participate in cross-functional projects involving workforce analytics and data modeling.</li>
	<li>Identify trends and opportunities to enhance HR strategies and people processes.</li>
</ul>

Ad Hoc Analysis &amp; Advanced Data Exploration

<ul>
	<li>Conduct deep-dive analyses on workforce behaviors (e.g., turnover, engagement, performance, hiring outcomes).</li>
	<li>Perform scenario modeling and simulations to support strategic and executive decision-making.</li>
</ul>

HR Reports and Analytics Specialist

Toyota Motor Philippines Corporation (TMP) is the largest automotive company in the country, with the widest vehicle line-up of 26* Toyota models and 12* Lexus Models. It has 75* dealers nationwide, including Lexus Manila, Inc., for its sales distribution and service centers.

TMP was incorporated on August 3, 1988 as a joint venture of GT Capital Holdings, Inc., Toyota Motor Corporation, and Mitsui & Co., Ltd.

TMP's head office and manufacturing plant are located inside the 82-hectare Toyota Special Economic Zone (TSEZ) in Santa Rosa City, Laguna. TSEZ is also home to several investors performing strategic roles in the manufacture and export of automotive products to ASEAN, Japan, and other parts of the world. TMP’s marketing operations are present at the 28th and 31st floors, GT Tower International, Makati City. Its logistics facility for imported vehicles, the Batangas Vehicle Center (BVC), is located in Batangas City.

TMP operates its head office and manufacturing plant within the 82-hectare Toyota Special Economic Zone in Laguna. The facility assembles the Vios, Innova, and Tamaraw models and has an annual production capacity of 60,000 units. The company’s marketing operations are present at the 28th and 31st floors, GT Tower International, Makati City. Its logistics facility for imported vehicles, the Batangas Vehicle Center (BVC), is located in Batangas City.

TMP operates with nine (9) organizational units: Affiliate Operations Support & Audit, Comptrollership, Corporate Affairs, General Administration, Manufacturing, Marketing, Purchasing, Treasury, and Vehicle Logistics.

The company’s manpower is composed of over 4,300 Team Members (regular and outsourced).

—

*as of October 2025

Toyota Motor Philippines Corporation

Payroll Analyst plays a crucial role in Human Resources, ensuring accurate payroll processing, effective timekeeping, and the seamless administration of salary and benefits programs.

This role is perfect for someone who thrives in a fast-paced environment, has a strong grasp of payroll processes, and takes pride in accuracy and compliance.

Roles &amp; Responsibilities:

<ul>
	<li>Process payroll and attendance records accurately and on schedule to ensure timely employee compensation.</li>
	<li>Assist in developing and maintaining salary and benefits structures</li>
	<li>Formulate, update, and amend compensation policies in accordance with organizational standards and legal requirements.</li>
	<li>Calculate separation pay accurately following company policies and applicable laws.</li>
	<li>Ensure adherence to statutory requirements, including contributions and filings for SSS, Pag-IBIG, PhilHealth, and BIR.</li>
	<li>Handle annualization and Income Tax Return (ITR) preparations in compliance with tax regulations.</li>
	<li>Produce detailed reports on Key Performance Indicators (KPIs), including attendance, absenteeism, and turnover rates.</li>
	<li>Manage payroll complaints professionally, ensuring timely resolution and monitoring issues.</li>
	<li>Generate manpower and salary statistics for workforce planning and budgeting decisions.</li>
	<li>Conduct benchmarking studies on salary and benefits to ensure market competitiveness</li>
	<li>Prepare labor cost projection and manpower wages budgets</li>
</ul>

Interpersonal Skills

Attention to Detail

Budgeting

Payroll

Microsoft / MS Excel

Payroll Analyst

Concepcion Industrial Corporation (CIC) is a leading provider of consumer lifestyle and enterprise solutions in the Philippines. Established in 1962 by Jose Concepcion Sr., the company began as a manufacturer and distributor of Carrier air conditioning units. Over the years, CIC has expanded its portfolio to include a wide range of products and services designed to meet the needs of Filipino homes and businesses.

CIC operates through several subsidiaries, including Concepcion-Carrier Airconditioning Company (CCAC), Concepcion Durables Inc. (CDI), Concepcion Midea Inc. Philippines (CMIP), Concepcion Otis Philippines Inc. (COPI), Concepcion Business Services Inc. (CBSI), and Cortex Technologies Corporation (CTC). These subsidiaries offer products and services such as air conditioning, refrigeration, elevators, escalators, and small domestic appliances.

With a history spanning over six decades, CIC continues to be a trusted name in the industry, committed to improving the lives of Filipino consumers through innovative and reliable products.

Concepcion Industrial Corporation

Learning and Development Strategy / Training Program Design and Delivery: Assists in developing and implementing comprehensive learning and development strategy that is aligned with the organization's goals, objectives and competencies for both leadership and functional. This includes identifying training needs, designing learning programs, and evaluating their effectiveness. Assists in Designing and delivery of training programs that address the organization's learning needs. This includes creating engaging and interactive learning materials, facilitating training sessions, and utilizing various instructional methods and technologies. 

Organizational Development: Assists in assessing the organization's structure, processes, and culture to identify areas for improvement. Develops and implement strategies to enhance organizational effectiveness, employee engagement, and performance. 

Change Management: Supports organizational change initiatives by developing change management plans, facilitating communication, and providing training and support to employees. Assists employees adapt to changes in processes, systems, or organizational structure. 

Talent Development: Assists in implementing talent development programs for identified high-potential employees, such as mentoring, coaching, and leadership development initiatives, to support employee growth and succession planning to nurture their skills and capabilities. 

Performance Management: Assists in ensuring compliance too all PMGM related activities. Provides guidance and support to people managers in setting performance goals and conducting performance evaluations. 

Employee Engagement and Retention: Develops and implements initiatives to enhance employee engagement, satisfaction, and retention. This may include conducting employee surveys, analyzing feedback, and recommending strategies to improve the employee experience. 

Learning Evaluation and Metrics: Assists in establishing metrics and evaluation methods to assess the effectiveness of learning and development programs. Collects and analyzes data to measure the impact and effectiveness of training initiatives on employee performance, organizational outcomes and improvement on competency gaps. 

New Hire Onboarding: Supports the onboarding process by designing and delivering of effective orientation programs. Ensures that new hire understands the organization's values, culture, and expectations and monitoring compliance to onboarding training program. 

Talent Acquisition: Contributes to the development of recruitment strategies. Provides insights on the skills and competencies that are critical for each position and helps align recruitment efforts with the organization's talent development plans. Collaborates with the talent acquisition team to enhance the organization's employer brand and employee value proposition. 

Stay Updated on Industry Trends: Stays abreast of industry trends, best practices, and emerging technologies in learning and organizational development. Continuously enhance professional knowledge and skills through research, attending conferences, and participating in relevant professional development activities. 

Learning &amp; OD Administration: Management of Kudos, Udemy and Giftaway portals. Ensures that these are properly utilized in relation to all learning and employee engagement initiatives. Monitors usage and prepares necessary reports on the usage, training compliance and other learning and OD reports. Ensures that Gateway and Athena are updates on a regular basis. Updates CCP as required. Performs other tasks that maybe assigned from time to time in relation to the overall job function and objectives.

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